Two years ago we launched the Diversity and Inclusion Survey with Paradigm. It was the HR industry’s first survey to enable organizations to collect, understand, and act on employee feedback across the intersections of complex social identities (Gender Identity, Race/Ethnicity, Sexual Orientation, Disability, Family, Socioeconomic Status, Veteran Status, and Age).
Learn more from Culture Amp's Head of Diversity and Inclusion
To date, over a hundred companies in North America, Asia, and Europe have gathered diversity and inclusion feedback through Culture Amp. Our data now represents a wide range of industries from real estate, healthcare, finance, advertising, and more.
Data collected from workplaces mirrors the demographic shift we’re seeing in the United States. Typically underrepresented populations are proportionately making up more of the workforce. “Diversity” is becoming the norm as underrepresented people solidify their position as integral members of the workforce.
The employee experience is not equal
Our experience at work is influenced by demographic traits. In aggregate, those from underrepresented backgrounds experience company culture less positively than employees in a majority group; the disparity is compounded for employees in multiple minority groups (e.g. gender, race, sexual orientation).
Inclusion and belonging matter most
Factors relating to belonging, communication and decision making are found to be strong drivers of employee engagement. A feeling of belonging at a company, (i.e. "I feel like I belong at my company") has the strongest relationship to engagement.
Why and how these findings impact your business
Four separate meta-analyses covering hundreds of individual studies demonstrate how workers will underperform relative to their abilities if they are burdened by negative stereotypes.
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